Not sure if this page is broken or I’m technically inept, but I can’t figure out how to reply to qualiia’s comment directly:
Primarily #5 and #7 was my gut reaction, but quailia’s post articulates rationale better than I could.
One useful piece of information that would influence my weights: what was OAI’s general hiring criteria? If they sought solely “best and brightest” on technical skills and enticed talent primarily with premiere pay packages, I’d lean #5 harder. If they sought cultural/mission fits in some meaningful way I might update lower on #5/7 and higher on others. I read the external blog post about the bulk of OAI compensation being in PPUs, but that’s not necessarily incompatible with mission fit.
Well done on the list overall, seems pretty complete, though aphyer provides a good unique reason (albeit adjacent to #2).
Not sure if this page is broken or I’m technically inept, but I can’t figure out how to reply to qualiia’s comment directly:
Primarily #5 and #7 was my gut reaction, but quailia’s post articulates rationale better than I could.
One useful piece of information that would influence my weights: what was OAI’s general hiring criteria? If they sought solely “best and brightest” on technical skills and enticed talent primarily with premiere pay packages, I’d lean #5 harder. If they sought cultural/mission fits in some meaningful way I might update lower on #5/7 and higher on others. I read the external blog post about the bulk of OAI compensation being in PPUs, but that’s not necessarily incompatible with mission fit.
Well done on the list overall, seems pretty complete, though aphyer provides a good unique reason (albeit adjacent to #2).